29 Jan 2019

Managing multiple benefit pathways so that employees know where to go for help

Modern life is notoriously stressful; most of us have busy lives, responsibilities, and dependents to look after, so it will come as little surprise that from time to time, these may interfere with working life. An employee who is struggling with personal problems, such as a physical or mental health issue, is more likely to perform poorly at work and take prolonged periods of absence as a result. So, as an employer, it is in your best interest to offer support when they need it.

If an employee is facing an issue in their personal life, it can be difficult for them to know where to turn, or what support is on offer to them in the workplace. For example, despite the growing awareness around wellbeing in the workplace, four in 10 employees have stated that their employer offers no mental health support. However, by offering an assistance programme that focuses on employee support, you can actively improve their performance and productivity by helping them to handle and resolve personal issues. Typically, these programmes offer free, confidential assessments, referrals, counselling sessions and follow-up services to employees to help them address a range of issues that may be affecting them, such as stress, grief, family issues, physical health problems and psychological issues.

Highlighting support

Employee support programmes can be perceived as ‘insurance policies’, which may be viewed as being of low importance until they are required by an employee. It is crucial that you communicate to your employees the types of benefits on offer to them, and how they can help. If employees are fully aware of the support that’s on offer to them, they are more likely to utilise the services if the need arises. Make sure to emphasise that the services are confidential, as some employees may worry about potential repercussions of seeking help, which could prevent them from using the service.

Taking a multi-layered approach

Although benefits such as counselling or health cash plans can be used alone, offering a care pathway that combines multiple benefits to offer on-going support and tailored treatment can be more effective for helping employees to stay well and lead healthier lifestyles. Treatment pathways ensure early intervention and the appropriate care for your employees’ needs, with the aim of reducing the amount of time they take off, and ensuring that they are in optimal health when at work.

Tailoring help to the individual

If an employee is struggling with a physical health issue – such as musculoskeletal conditions, which affect one in eight people of working age in the UK and cause 33 per cent of long-term sickness absence – then they are likely to be struggling at work. Depending on what the impact of the health condition is having on an employee, the treatment pathway can be tailored to suit their requirements.

For example, if an employee has been on long-term sickness absence with a health issue, it can be hard for them to return to work successfully. Their risk for additional illnesses, such as mental health conditions, is also increased. Due to the psychological impact that dealing with a physical health issue can have, a holistic approach that treats both in tandem is most effective. As well as a range of face-to-face treatments, such as physiotherapy and money back for hands-on treatment, and remote treatment including exercise and lifestyle advice, benefits such as counselling and a support helpline can be very helpful for those who are facing issues with their mental health.

Early action reduces escalation

Similarly, if an employee has recently been diagnosed with a physical health condition, they can use the treatment pathway to access the care they need straight away. Early intervention is key, as getting support at the first sign of an issue reduces the chances of a short-term condition escalating to a long-term one, and could prevent sickness absence altogether. For employees who have only just become unwell, they may only need to use one or two benefits from the pathway, as it will equip them with the tools that they need to stay well.

Tackling mental health

Employees who are suffering from mental health conditions such as depression or anxiety, or who are dealing with factors which are causing them stress and affecting their performance, for example financial difficulties, workplace conflicts, eating disorders, addictions or marital problems, can all be provided with support. By offering mental health treatments as part of your employee care pathway, such as a 24/7 counselling and support helpline, access to a mental health management app, or face-to-face counselling sessions, your employees can take steps to manage their own conditions.

Enhancing the workplace

It’s not just employees who can use benefit pathways, either. As an employer, it is a helpful additional resource that you can use to call on when needed. By keeping prevention and early intervention at the core of employee wellbeing, you can also expect to see improved employee retention, as well as enhanced employee performance – all of which have a positive impact on your bottom line.

Introducing clear, sign-posted support pathways for employees is an effective way to minimise the impact of poor health and wellbeing within your business. Offering a Health Cash Plan that includes tailored care pathways to help employees to live healthier lifestyles can have an immeasurable effect on your workplace.

This article is provided by Health Shield.